Stephanie R. Thomas, who writes the Proactive Employer Blog, has listed areas that may be affected as a result of the re-election of President Obama. She noted that gender pay gap will continue to be a priority for the Obama administration. She also pointed to the Equal Employment Opportunity Commission focusing on employment decisions that could have an adverse impact on certain groups. See Obama’s Next Four Years: What it Means for HR and Employment Law for more details.

Daniel Schwartz at the Connecticut Employment Blog wrote a post entitled Four Potential Employment Law Impacts of Obama’s Next Four Years. Some of his points are similar to Ms. Thomas’. Among other things, he suggested that the Employment Nondiscrimination Act, which provides protection against discrimination based on sexual orientation, may become law within the next four years. He also suggested that we should keep an eye on the National Labor Relations Board, which will continue to assert itself over the next four years.

Notably, both articles suggest a legal trend toward attitudes that would be more favorable toward employees. Something tells me that Ms. Thomas and Mr. Schwartz’s assessments may be accurate.